Information about the role of an internal quality assurer, including the role purpose, key responsibilities and the skills required.
About the role
An internal quality assurer is a learning and development position within the business support sector of policing. It's a service deliverer role in the policing professional profiles.
Role purpose
Internal quality assurers manage the delivery and quality assurance of the assessment process to ensure that workplace assessments of individuals’ competence and performance meet relevant quality standards (local, national and/or external).
They lead a team of assessors in a professional leadership role rather than as a line manager, supporting their professional development as an assessor and monitoring their performance throughout the assessment process.
Key responsibilities
Key responsibility statements show the accountabilities for someone in this role. They focus on what is done, not how it is done.
- Allocating, monitoring and evaluating performance and workload of assessors. Planning quality assurance activities to meet internal and external quality assurance processes.
- Organising and leading standardisation and professional development activities for assessors to ensure consistently high quality assessment.
- Resolving appeals, referring these through the management chain where necessary to ensure consistency and fairness in assessment decisions and to protect and enhance the reputation of the assessment process.
- Maintaining records of all activities to ensure that internal quality assurance activities are open to wider internal and external (where relevant) scrutiny.
- Taking responsibility for the development and implementation of policy and procedure in relation to quality assurance to support consistent assessment practice and continuous improvement.
- Working with external awarding organisation(s) to action recommendations and embed quality assurance improvements to improve the overall learning experience.
- Challenging unprofessional actions, attitudes, behaviours and language to ensure the highest standards of professional behaviour upholding the police Code of Ethics.
- Creating and maintaining a safe, inclusive and effective learning environment. Role modelling an inclusive attitude towards diversity and demonstrating fairness, respect and accountability, enabling effective learner engagement and participation and removing potential barriers to learning.
Competencies, values and core skills
The competency and values framework (CVF) provides clear expectations for everyone working in policing. It describes the behaviours required by police officers and staff to be effective in their roles and uphold the Code of Ethics for policing.
Competencies
The CVF has six competencies, which are split into levels. These levels can be used flexibly to allow for a better fit with frontline and non-frontline policing roles, and at different levels of seniority. This ensures that there is consistency throughout all the policing professional profiles. Some roles may contain different CVF levels due to the specialist nature of the role. Those working at higher levels should also fulfil the requirements of the lower levels.
This role should be operating at or working towards the following competencies.
- We are emotionally aware – Level 2: supervisor or middle manager
- We take ownership – Level 2: supervisor or middle manager
- We collaborate – Level 1: practitioner
- We support and inspire – Level 2: supervisor or middle manager
- We analyse critically – Level 1: practitioner
- We are innovative and open-minded – Level 1: practitioner
Values
The CVF has three values that apply to everyone in policing, regardless of their role or seniority.
Core skills
All roles in policing have nine core skills in common. These are split into levels that represent the different levels of policing. This role should be operating at or working towards the following core skills.
- Communicating and influencing – Level 1
- Problem solving – Level 1
- Performance management – Level 1
- Relationship management – Level 1
- Change management – Level 1
- Managing people – Level 1
- Managing resources – Level 1
- Planning – Level 1
- Use of IT – Level 1
Education, qualifications and experience
- Competent to and operating within the College of Policing standards for learning, delivery and assessment for internal quality assurers.
- Prior experience in conducting assessments.
Continuing professional development
Continuing professional development (CPD) enables everyone in policing to develop and gain recognition for their professional skills, knowledge and competence. CPD ensures that we continue to provide high-quality policing to keep the public safe and help to drive career aspirations. Discussion of CPD is usually included as part of professional development review (PDR)conversations.
Learning and accreditation
- Complete all annual and mandatory training.
Professional development
This role should consider the following CPD:
- maintaining competence in own area of occupational expertise, including knowledge and understanding of legislation, College of Policing guidance, and best practice
- participating in networking opportunities and reflect on existing practice, sharing learning with peers in order to inform and improve policy, processes and practice
- maintaining, enhancing knowledge and understanding of new approaches to assessment and internal quality assurance identified by evidence based research and advances to technological assessment methodologies
- consider membership of a relevant professional body and use of the membership for CPD opportunities
Related roles
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